The Coalition For Change, Inc. (C4C) uploads its WINTER 2019 quarterly newsletter focused on the Federal government workplace culture. HIGHLIGHTS: * 2019 Annual Whistleblower Summit for Civil and Human Rights * The EEOC: Federal Complaint Inventory Notable Decisions From The EEOC * Christopher Reed: Black With A Gold Badge New Video: * Diane R. WilliamsSilence Breaker

1. C4C Federal Exchange Newsletter – WINTER 2019 Page 1
HIGHLIGHTS
2019 Annual Whistleblower Summit
for Civil and Human Rights
The EEOC: Federal Complaint Inventory
Notable Decisions From The EEOC
Christopher Reed:
Black With A Gold Badge
New Video: Diane R. Williams
Silence Breaker
*Note: Clickable links in RED throughout text.
DO YOU KNOW . . .
Event organizers for the 2019 Annual Whistleblower
Summit for Civil and Human Rights are accepting
proposals from persons interested in holding a panel
discussion on a whistleblowing topic.
Call For Proposals:
 Panels must comprise 3 to 5 people.
 Panel must have a moderator.
 Bios must be submitted for each speaker.
 Panels must be 50 minutes in length.
 Panelist should reserve 10 minutes for Q&A.
 Proposals must be under 500 words and
submitted in WORD.
Proposals, due JUNE 1st, can be sent to: either
Marcelvreid@yahoo.com or
Mccray.michael@gmail.com
To learn more visit
https://www.whistleblowersummit.com
Annual Whistleblower Summit for Civil
and Human Rights 2019
Tanya Ward Jordan
Once again the Coalition For Change, Inc. (C4C)
will co-host the Annual Whistleblower Summit
for Civil and Human Rights. The Summit will
convene July 29-31st. Mr. Michael McCray, Esq.
and Ms. Marcel Reid lead efforts to host the free
three-day gathering on Capitol Hill in
Washington, DC.
Background
The Summit is an outgrowth of the No FEAR Act
Whistleblower tribunals birthed under the
leadership of Dr. Marsha Coleman-Adebayo,
Chair-No FEAR Institute/Coalition. In May 2007,
five years after the passage of the Notification and
Federal Employee Anti-discrimination Act (No
FEAR) of 2002, No FEAR Coalition members held
its anniversary whistleblowing tribunal on Capitol
Hill. The tribunal heard testimonies largely from
federal workers. In 2008, the No FEAR Coalition
further expanded its outreach to other
whistleblower communities outside the federal
sector. During the whistleblowing gathering the
THE C4C FEDERAL EXCHANGE
The Coalition For Change, Inc. (C4C)
Volume 6, Number 1 (WINTER 2019)
ISSN 2375-7086 (Online)

2. C4C Federal Exchange Newsletter – WINTER 2019 Page 2
No FEAR Coalition held testimony from
individuals in the government, the medical, the
veteran, the farming and the Hip-Hop
communities. The 2008 event was coined
Whistleblower Week in Washington.
Prominently, on May 12, 2008, Adrian M. Fenty,
the Mayor of District of Columbia, recognized the
No FEAR Institute sponsored event stating:
“This event provides an opportunity to
participate in panel discussions, testimonies, an
award ceremony, workshops and to recognize
the efforts of those individuals who work to
ensure that government agencies found liable for
discrimination will be held accountable.”
Annual Whistleblower Summit for Civil and
Human Rights
Since 2012, Michael McCray, Esq. and Marcel
Reid have served as the Whistleblower Week
event organizers for the Annual Whistleblower
Summit for Civil and Human Rights (Summit).
Notably, the two have continued a “truth-tellers”
gathering in the spirit and in the tradition of the
ground-breaking No FEAR Coalition
whistleblowing event. The Summit, however,
assembles a much broader mix of federal and
non-federal whistleblowers and covers a myriad
of issues impacting the public.
The C4C’s “Co-host” Role in the Summit.
Each year the C4C has supported the noteworthy
event. The C4C views it as an opportunity to keep
issues of racism and reprisal within the federal
government and the need to address them at the
forefront of our national discussion. Our
members recognize the fair treatment of federal
employees is key to safeguarding America’s
domestic security.
Therefore this year in addition to co-hosting the
2019 Summit, the C4C will host a panel. The C4C
panel will delve into the No FEAR Act – its
purpose, background, impact and the 2019 No
FEAR amendment bill -- Federal Employee
Anti-discrimination Act, introduced by Rep.
Elijah Cummings.
IN THE NEWS
National Geospatial Agency (NGA) Admits
to Years of Racial Discrimination.
An agency self-study revealed that NGAs black
employees have a harder time getting a promotion
than the agency's white employees.
Read more https://on.ksdk.com/2AKzsMT
EEOC FY 2018
Federal Sector Inventory
FY 2018 Performance and Accountability
Report
The EEOC resolved 4,320 appeals (p.33).
The EEOC issued 122 findings of discrimination
in fiscal year 2018, an increase over the
previous year’s 68 findings (p.34).
EEOC compliance staff secured $13.6 million in
monetary relief as ordered in EEOC’s appellate
decisions (pg34).
The agency also recovered $98.6 million in
monetary relief for federal employees and
applicants. (p7).
Read more at . . .
https://www.eeoc.gov/eeoc/plan/upload/2018par.pdf.

3. C4C Federal Exchange Newsletter – WINTER 2019 Page 3
Notable Decisions From The Equal
Employment Opportunity Commission
The following are summaries of some notable
appellate decisions issued in fiscal year 2018.
[Source: EEOC Performance and
Accountability Report 2018 (p34).]
Taylor G. v. United States Postal Service,
0120120164 (April 17, 2018)
The EEOC held that it is not estopped from
seeking victim-specific relief on behalf of a
complainant who files for bankruptcy. Where the
bankrupt complainant has prevailed, and is
entitled to monetary relief, the agency’s obligation
is to remedy the discrimination, not to address the
question of complainant’s interest in the proceeds
of any award by tendering the monies to the
bankruptcy trustee or court rather than to the
complainant.
Josefina L. v. Social Security Admin.,
0120161760 (July 10, 2018)
The EEOC sanctioned the agency on the ground
that its Office of General Counsel had interfered
with the investigative process when agency
counsel reviewed and suggested revisions to the
responsible management official’s affidavit
responses before the affidavit was submitted to
the investigator. The EEOC noted that during the
non-adversarial portions of the EEO process, i.e.,
counseling and the investigation, an agency
counsel “should not have a role in shaping the
testimony of the witnesses or the evidence
gathered by the investigator.”
Ross R. v. Dept. of Homeland Security,
0120162491 (July 25, 2018)
The Commission found that substantial record
evidence supported the administrative judge’s
finding that complainant had not shown that he
was subjected to discrimination, reprisal,
or a hostile work environment. The Commission,
however, agreed with the administrative judge
that the atmosphere at the Norfolk Office was
clearly rife with offensive and racially-hostile
behavior. The record demonstrated that
employees at the Norfolk Office used racial
epithets and engaged in racial stereotyping. While
most of the conduct alleged occurred prior to
complainant’s arrival and none of the conduct was
directed at him, substantial record evidence
showed that other African-American employees
were subjected to the conduct based on their race.
In addition, the management official responsible
for some of the conduct at issue was in
Complainant’s chain-of-command.
No FEAR Spotlight: Justice Department
The Notification and Federal Employee
Anti-discrimination and Retaliation (No
FEAR) Act of 2002 requires agencies to post
statistical data about it equal employment
opportunity complaint. According to its’ No
FEAR data, the Justice Department reported the
following:
Fiscal Year (FY) 2018 Totals
Number of Complaints Pending: 2685
Number of Filers; 2617
Number of Discrimination Findings: 4
Complaints by Basis
Race-based: 268
Sex: 384
Reprisal: 415
Age: 173
Disability: 238
Avg days for Investigation: 177
Avg days for Final Agency Decision:473

4. C4C Federal Exchange Newsletter – WINTER 2019 Page 4
Are Directed Reassignments Misused?
Richard America
Professor of the Practice, Emeritus, School of
Business, Georgetown University
The Washington Post reports on July 28, 2017
that professional scientists in several
Departments are being geographically reassigned
to force them to resign or retire. Government
Executive has also published a warning that
Directed Reassignments are being misused. This
is a long-standing problem. It can be corrected.
[A directed reassignment is an order to
permanently relocate an employee from one
position to another position, even outside of
their commuting area.]
During the Presidential Primary campaign in
2012, a candidate promised or threatened, that he
would, if elected, send some Federal employees to
remote locations as a way to force them out of
Federal employment. This might be illegal
retaliation, in many cases, perhaps, protected by
EEO and other law and regulation. But is that
sufficient? Do such actions occur too frequently?
And, are the motives often personal, or political?
And, are the transfers really, “for the good of the
Service”?
Is it time to produce legislation to create effective
safeguards, protections and remedies? Suppose
Congress enacted something like “The Directed
Reassignment Protection Act” to amend the
civil service laws of the United States and for
other purposes.
*Recommendation of Mr. America - The Directed
Reassignment Protection Act” to be uploaded on
C4C’s Scribd page.
https://www.scribd.com/user/59127058/C4C
BOOK CORNER
A self-help guide by Tanya Ward Jordan, M.S.,
President/Founder of the Coalition For Change,
Inc. (C4C) is available through AMAZON in
paperback and e-book. Read book review by
Dennis Moore, Associate Editor of the East
County Magazine in San Diego at the link below.
https://www.eastcountymagazine.org/rosa-
parks-federal-government
No FEAR: A Whistleblower's Triumph Over
Corruption and Retaliation at the EPA, by Dr.
Marsha Coleman-Adebayo, is available on
Amazon. In her book, Dr. Coleman-Adebayo
chronicles her experiences including the
discrimination lawsuit against the U.S. Environ-
mental Protection Agency (EPA)-- The
Notification and Federal Employee
Antidiscrimination and Retaliation Act (The No
FEAR Act) of 2002. To learn more, visit
http://www.marshacoleman-adebayo.com/
Author-Christopher Reed

5. C4C Federal Exchange Newsletter – WINTER 2019 Page 5
Newly-Released C4C Video
Diane R. Williams
A Trailblazer For the #Me-too Movement
CLICK below
https://www.youtube.com/watch?v=p_K8ipM0xcQ
GOT NEWS?
Contact us at
C4C@coalition4change.org
Contributing Editor, Tanya Ward Jordan
The C4C Federal Exchange
Newsletter is a quarterly
publication of The Coalition
For Change, Inc. (C4C). The
internet publication, which
shares information on race discrimination and
retaliation in the federal sector, obtained its ISSN
2375-7086 from the U.S. Library of Congress in
October 2014.
Donate to The Coalition For Change, Inc.
via PayPal
https://tinyurl.com/y7t7mst7
Christopher Reed
Law Enforcement Officer,
Author-Black With A Gold Badge
Hey, I'm Chris Reed! Wynne High School
graduate, 19 Years of Federal Law Enforcement,
and father of four sons.
Through facing discrimination within the
Department of Interior Bureau of Indian Affairs
since 2010, I was recently diagnosed as being
bipolar II Disorder, Major Depressive Disorder,
Post Traumatic Stress Disorder and Generalized
Anxiety Disorder due to my treatment I
received with the Department of Interior. I
didn’t let this ruin my life as I decided to write a
book and this is where I’m at today.
I decided to tell my story and make sure no
other federal law enforcement officer go
through what I did. And, if they are hit with
these issues I want them to be prepared and
ready with a bag of information without having
to use their life savings like I did.
Originally from the Arkansas area, I currently
have no “home base" because I traveled around
the world with the government from the age of
18 to present (just another benefit of federal
service and being discriminated against).
https://www.linkedin.com/in/christopher-reed-
812993105
View video Black With A Gold Badge
https://vimeo.com/306582547